Most organizations don’t question the value of learning and development. What organizations should question, however, is whether the training they invest in helps people leaders meet business goals. For a quarter of organizations, it may not.

A recent survey, conducted by The Predictive Index (PI) and HR Dive’s studioID, found that while more than three-quarters of people leaders agree that their organizations support employees’ career development, nearly one in four reports insufficient training as one of the most significant challenges impeding people leaders’ success.

The worry balloons for in-person organizations, with double the share of in-office respondents (20%) compared to hybrid workers (11%) saying insufficient training is a significant challenge impeding their success.

The survey of 220+ people leaders also found stark differences between what training organizations invest in and what training respondents find most beneficial. Let’s explore those differences and identify how to offset them so you can improve how your organization develops its leaders.

What training do organizations invest in vs. what’s actually beneficial?

When respondents were asked what training their organizations invest in versus what they personally see as most beneficial for people leaders, the results highlighted harsh differences in a few major areas, including AI, communication, compliance, conflict resolution, emotional intelligence, and harassment.

What’s working? Fifty-seven percent of organizations invest in leadership training/coaching, and 56% of respondents say it would be the most beneficial for people leaders, showing solid alignment worth keeping up.

3 upgrades to your training to maximize people leaders’ success

Almost all survey respondents (98%) agree that their organizations rely on people leaders to achieve business goals. (No surprise there.) However, people leaders don’t always agree on the best ways to deliver training to meet those goals. According to the survey results, there are three areas in which HR leaders can benefit from finding alignment to maximize the impact of their L&D benefits.

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